Our Equality, Diversity and Inclusion Strategy 2022-2027
The BRC acknowledges that to undertake world-class translational research, we need to consider the people we support and the communities we serve. To ensure we do so systematically we have created an Equality, Diversity and Inclusion (EDI) Strategy to provide guidance and set the tone for the NIHR Imperial Biomedical Research Centre moving forwards.
A summary of our Underpinning Principles and Objectives can be found below to give a sense of what we value and will be encouraging for our researchers and research projects.
The full EDI Strategy can be accessed through this link and will be reviewed regularly.
For any EDI-related comments please reach out to the BRC Office team at brcofficer@imperial.ac.uk
Underpinning Principles
- Measurable: we will take an evidence-based approach in identifying issues or challenges in EDI within the BRC. Objectives and plans need to be SMART (Specific, Measurable, Attainable, Relevant, Time-based).
- Informed: to properly address any issues, it is important to fully understand what these are before taking a particular route to a solution. Issues need to be identified that are specific to each protected characteristic to support activities and policy development.
- Equitable: all activities should seek to be of equitable access. Barriers to engaging in an activity should be identified quickly in advance and addressed proactively.
- Proactive: it is important to act proactively to address barriers to equality. Those with leadership and management positions in the BRC, as well as those funded by the programmes, should actively seek to change current practice and culture where required.
- Reflective: it is important to reflect on both current policies, and recent actions within the BRC, to understand where changes may be required.
The six principal long-term objectives of our strategy
- To improve and diversify our recruitment and retention practices to develop a more balanced workplace, including diversity of senior leadership, governance, and decision-making positions within the BRC.
- To build diverse leadership capacity by creating equitable opportunities for current and future leaders.
- Signpost to existing mentoring schemes and create and support new schemes that are of strategic importance to the BRC.
- Signpost to existing networks and create and support new networks that are of strategic importance to the BRC.
- To advocate for a more equal, diverse and inclusive future within the BRC and beyond and play an active part in constructive challenge.
- Aim to ensure that the public we serve locally and nationally is reflected in the clinical and biomedical research we undertake through public involvement, engagement and participation in our research.
Support within the Imperial College and external
Imperial College London EDI Support links
Equality, diversity and inclusion – everything EDI-relevant.
Equality, Diversity and Inclusion Centre (EDIC)– a dedicated team to support staff and make Imperial a better place to work by promoting EDI.
Mentoring Programmes developed by Imperial College London
Mentoring scheme for all staff
The ENHANCE mentoring scheme is developed for potential postgraduate research students from identities or backgrounds that are currently underrepresented in STEM research (runs for November till April, by ECRI).
Activate Student Mentoring Programme is a mentoring programme dedicated to supporting under-represented groups at Imperial.
Imperial College AHSC Mentoring for Research Programme is a mentoring for research scheme for NMAHPPs (Nurses, Midwives, Allied Health Professionals, Healthcare Scientists, Pharmacy Staff and Psychologists) undertaking a PhD.
Networks within Imperial College London
Imperial As One is award-winning race equity network for staff and postgraduate students.
Imperial 600 is an active staff network, welcoming LGBTQ+ staff and postgraduate students and straight allies.
Able is a disability network that creates a supportive community for disabled staff, postgraduate research students and allies.
The Academic Women Association (AWA)
The PA & Administrator Network
Career development and leadership programmes
IMPACT is a talent development programme for staff who identify as being from a minority ethnic group.
Calibre is a career development and leadership programme designed specifically for people who identify as neurodiverse, disabled, or who have a long-term physical or mental health condition.
Springboard is for women to think about the next steps they wish to take either personally or professionally.
Training on research inclusivity and inclusive leadership
Harassment – confronting inappropriate behaviour
The Power of Diversity and Inclusion in Research
External Learned and Professional Societies
The Royal Society has produced several reports and publications as part of its commitment to increasing diversity in science, technology, engineering and mathematics. Other societies may have information about their own EDI efforts, networks in their disciplines, or funding. For example:
- The Academy of Medical Sciences EDI work
- The Royal Academy of Engineering’s diversity and inclusion programme
- The Royal Society of Chemistry Inclusion and Diversity Fund
- The Institute of Physics diversity activities
- The Institution of Mechanical Engineering’s Diversity and Inclusion Committee
External Networks and Mentoring Programmes
-
- Higher Education Race Action Group (HERAG) – a network for anyone interested in advancing race equality in higher education.
- Women’s Engineering Society – a professional network for women engineers, scientists and technologists offering inspiration, support and professional development.
- LGBT+ Network of Networks in Higher Education – a national group of LGBT+ staff networks from universities and research institutions in the UK.
- NIHR Mentoring Programme – a mentoring programme for final year PhD and postdoctoral NIHR Academy Members.
